Korea Deloitte Touche Tohmatsu Limited (DTTL) said on the 10th that it will make diversity and inclusion (D&I) a core management strategy as a key management agenda and begin in earnest its transition into an inclusive organization where all members can demonstrate their capabilities beyond gender and nationality.
The declaration, led by the group CEO, reflects the intent to fully apply the global Deloitte Touche Tohmatsu Limited (DTTL) network's D&I philosophy in Korea and to rise as a leading company in diversity and inclusion in the Asia-Pacific region.
The proportion of female partners at Korea Deloitte Touche Tohmatsu Limited (DTTL) is low compared with other countries in the Deloitte Touche Tohmatsu Limited (DTTL) global network. Recognizing this reality and seeking improvement, last year it jointly received an assessment from an overseas D&I specialist consulting firm with Deloitte Touche Tohmatsu Limited (DTTL) Asia-Pacific.
The consulting found a range of areas for improvement, including building a female leadership pipeline, strengthening flexible work systems, creating work structures that leverage the global expertise of foreign talent, and fostering an inclusive organizational culture.
Accordingly, Korea Deloitte Touche Tohmatsu Limited (DTTL) will, over the mid to long term, pursue phased institutional innovations that benchmark the global Deloitte Touche Tohmatsu Limited (DTTL) network and reflect the consulting results, with the goal of achieving top-tier diversity metrics within Deloitte Touche Tohmatsu Limited (DTTL) Asia-Pacific.
Key initiatives include: ▲ introducing a part-time partner and employee system ▲ expanding flexible work and childcare support systems ▲ strengthening sponsorship programs to nurture next-generation female leaders ▲ expanding the participation and roles of female talent across leadership governance ▲ devising measures to enhance inclusion and competitiveness for foreign talent.
The part-time partner and employee system is designed to support work-life balance by adjusting working hours to meet employee demand, and is expected to greatly help all employees with childcare responsibilities. The firm will first run a 30-hour-per-week pilot program and then gradually expand its application.
Meanwhile, to strengthen sponsorship for cultivating next-generation female leaders, top management will directly coach next-generation female leaders on career development, and senior partner-level sponsors will accompany and support female partner candidates in new business development and client networking, providing practical help for next-generation leaders to overcome social hurdles and grow into executives.
Hong Jong-seong, group CEO of Korea Deloitte Touche Tohmatsu Limited (DTTL), said, "Diversity is not merely a matter of social responsibility; it is a core strategy directly tied to the competitiveness of corporations," adding, "Creating an environment where all outstanding talent, regardless of gender or nationality, can fully demonstrate their capabilities will lead to improved service quality at Deloitte Touche Tohmatsu Limited (DTTL) and the creation of client value."
Hong added, "D&I is not a choice but a necessity, and through it, Korea Deloitte Touche Tohmatsu Limited (DTTL) will grow into the company where talent most wants to work and the partner clients trust the most."